Growing Pain Essay Example for Free

Growing Pain Essay So by the end of 1992, Waterway had begun selling its own line of compact, inexpensive, high-impact plastic kayaks. Within one quarter, Maher had known that the move had been a smart one. Almost all of Waterway’s existing canoe customers— mostly wholesalers who then sold to liveries and sporting goods stores—had placed sizable kayak orders. A number of private-label entities had also inquired about Waterway, and Maher was considering producing privatelabel kayaks for those companies on a limited basis. For the most part, the staff had adjusted easily to the company’s faster pace. The expanded business hadn’t changed Waterway’s informal work style, and people seemed to appreciate that. Maher knew that most of his employees were avid outdoor types who viewed their jobs as a means to an end, and he respected that perspective. On days when the weather was particularly good, he knew that the building would be pretty empty by 4 P. M. But he also knew that his employees liked their jobs. Work was always completed on time, and people were outspoken with new ideas and with suggestions for improving current designs and processes. There was no mistaking the genuine camaraderie. Maher walked through the design room, stopping to talk with one of the two designers and to admire the latest drawings. Then he headed for the administrative suite. His thoughts returned to the company’s recent history. Until 1990, Waterway’s sales and revenues had increased with the market, and Maher hadn’t been motivated to push any harder. But when he had decided to venture into kayaking, he also had thought he should gear up marketing— get ready for the big trend if it came. Until then, there had never been a formal, structured marketing department at Waterway. He had thought it was time. That’s why he had hired Lee Carter. Carter had gotten her M. B. A. when she was 31. To do so, she had left a fast-track position in sales at Waterway’s major competitor in the canoe market to devote her full attention to her studies. Finch, who was something of a mentor for Carter, had told her that she would hit the ceiling too early in her career if she didn’t have the credentials to compete in her field. In her final term at business school, which had included a full course load plus a demanding internship with the Small Business Administration, Carter had interviewed ith Waterway. Finch had called to introduce her, but once Maher had met her and she had begun to outline the ways in which she could improve the company’s sales and marketing efforts, Maher had needed no other references. He had thought from the start that Carter might be the right person to nurture the company’s interest in the growing kayaking business and to run with it if the sp ort’s popularity really took off. When it had, he was proved right. True, the market was extremely favorable, but Carter had brought in more orders than even Maher had thought possible. Fortunately, the company had been able to keep up by contracting with other manufacturing companies for more product. Waterway had been extremely effective in keeping inventory in line with customer demand. Maher was impressed with Carter’s performance. From day one, she had been completely focused. She traveled constantly— worked so hard that she barely had time to get to know the staff. She came in on weekends to catch up with paperwork. Along with two of her direct reports, she had even missed the annual Waterway picnic; the three had been on the road, nailing down a large order. It was a dedication—a level of energy—that Maher had never seen before, and he liked what it said about his company. Back in his office, Maher found that he couldn’t concentrate on the product development report in front of him. That bit of conversation he had overheard outside Carter’s office was troubling. He certainly knew about the lucrative packages that were being offered in the sporting goods industry—even in Waterway’s niche. He’d even heard that some sales managers were commanding a quarter of a million dollars or more. He had read enough of the annual reports of his publicly traded competitors to know that larger organizations created all sorts of elaborate systems—supplemental retirement packages, golden handcuffs, stock options, deferred compensation arrangements— to hold on to their top performers. harvard business review †¢ july–august 1996 page 2 Growing Pains †¢Ã¢â‚¬ ¢ †¢HBR C AS E S TUDY â€Å"The business could stand to pay more,† Maher said, â€Å"but I want to avoid the habit of paying now for results down the road. † Maher wanted to recognize Carter’s contribution.

Menace II Society and Colonization :: essays research papers

â€Å"A crooked childhood it's what the way I am, It's got me in the state where I don't give a damn, Somebody helped me but now they don't hear me, I guess I be another victim of the ghetto So I guess I gotta do what so I ain't finished I grew up to be a streiht up menace, geah.† -â€Å"Streiht Up Menace† by MC Eiht   Ã‚  Ã‚  Ã‚  Ã‚  The song lyrics above are from the soundtrack of the film Menace II Society and correspond directly to the hardships that people are given when growing up in the ghetto and when surrounded by a life of violence. Because they know nothing other than this aggressive and brutal way of life, they continue this violent cycle and rarely break away to begin a new way of life. Twin brothers Albert and Allen Hughes direct the film. The Hughes began making movies at age 12, but their formal film education began their freshman year of high school when Allen took a TV production class. They soon made a short film entitled How To Be A Burglar and people began to take notice. Their next work, Uncensored Videos, was broadcast on cable, introducing them to a wider audience. After high school, Albert began taking classes at the Los Angeles Community College Film School. Two short films established the twins’ reputation as innovative filmmakers and allowed them to direct Menace II Society (1993), which made its world premiere at the Cannes Film Festival and grossed nearly 10 times as much as its $3 million budget. After following up with Dead Presidents (1995) they directed the feature-length documentary American Pimp (1999). From the very first scene, detailing Caine and O-Dog's fatal armed robbery of a Korean market, violence is cruelly graphic. â€Å"In this instance, the film succeeds in painting a disturbing picture of violence, one in which the characters' lack of remorse, rather than stylistic convention, shapes and colors the horror of the image.† Although most of the violence is filmed realistically and unfolds in real time, the Hughes can't seem to resist stylizing some of the more important narrative events. Thus, while the robbery introduces violence, O-Dog's shooting of the Korean market owner is shown directly only further into the story, when black and white images of the store's stolen surveillance video are played and replayed for the entertainment of Caine, O-Dog, and their friends. While an innovative means of conveying action, the video becomes nothing more than a diversion.

Ncp for Respiratory System

CUESNURSING DIAGNOSISSCIENTIFIC EXPLANATIONPLANNINGNURSING INTERVENTIONRATIONALEEVALUATION S> O> >abnormal lung sound >decreased lung sound over affected area >cough >dyspnea >change in respiratory status >purulent sputum Ineffective airway clearance related to increased sputum production in response to respiratory infection After blank hours of nursing intervention, patient’s airway will be able to be free of secretions as evidence by eupnea and clear lung sounds after coughing. >Assess respiratory movement and use of accessory muscle gt;assess cough for effectiveness and productivity >observe sputum color, sputum amount and odor and report significant changes >auscultate lung sounds noting areas of decreased ventilation and presence of adventitious sounds >monitor pulse oximetry and ABGs >use of accessory muscle to breath indicates an abnormal increase in work of breathing >patients may have ineffective cough due to fatigue or thick tenacious tissue >a sign of infection is d iscolored sputum. An odor may be present >bronchial lung sounds commonly heared over areas of ling density or consolidation. Crackles are heared when fluid is present >hypoxemia may result from impaired gas exchange from build up of secretions. ABG’s provide data about CO2 levels in the blood >these determine the progression of disease process CUESNURSING DIAGNOSISSCIENTIFIC EXPLANATIONPLANNINGNURSING INTERVENTION RATIONALE EVALUATION S> O> >abnormal lung sound >decreased lung sound over affected area >cough >dyspnea >change in respiratory status >purulent sputum Ineffective airway clearance related to increased sputum production in response to respiratory infection After blank hours of nursing intervention, patient’s airway will be able to be free of secretions as evidence by eupnea and clear lung sounds after coughing. >encourage patient to cough unless cough is frequent and non productive >use optimal positioning; encourage ambulation >assist patient with coughing, deep breathing, and splinting as necessary >maintain adequate hydration >use humidity (humidified oxygen or humidifier at bedside) >assist with pharynx suctioning as necssary gt;assist patient with use of incentive spirometer >for patients with reduced energy, pace activities >provide oral care >frequent non productive coughing can result to hypoxemia >The sitting position and splinting the abdomen promote more effective coughing by increasing abdominal pressure and diaphragmatic movement ambulation mobilizes secretion and reduces atelectasis >this improves productivity o f the cough >fluids are used by diaphoresis, fever and tachypnea and are needed to aid in the mobilization of secretions Increasing the humidity of the inspired air will loosen secretions. gt;coughing is the most helpful way to remove secretions. Nasotracheal suctioning may cause increase hypoxemia especially without hyperoxygenation before, during, and after suctioning. >incentive spirometry serves to improve deep breathing and prevent atelectasis >effective coughing is hard work and may exhaust an already compromised patient >secretions from pneumonia are usually foul tasting and smelling. Providing oral care may decrese nausea and vomiting

The Philosophy Of A Coaching Philosophy - 1808 Words

A coaching philosophy is a key base for which a coach works and builds on, said to be â€Å"built on a set of standards by which a coach influences, teaches, and models (Brunner 2013)†. Lyle (2002 )Has also described Coaching Philosophy as a collective of values, beliefs, assumptions, attitudes, principles and priorities which underpin practice. When creating a Coaching Philosophy there are four key aspects a coach should reflect upon, and scaffold their philosophy around-Axiology, Ontology, Epistemology and Pedagogy. Axiology, encompasses morals, values, ethics, and ideals which coaches place differing importance on. Axiology in a coaching context is important as it forms the basis for the type of culture and environment a coach creates within†¦show more content†¦I believe Brofenbrenner theory and Coaching Philosophy cycle are closely linked because as the cycle suggests, when we experience new things we go through a process of response, and consequence, and from th at our philosophy adapts. Much like the ecological theory suggests that our philosophy will continue to develop and expand as we experience new things, or the environment around us changes. Reflective Practice, is a process through which coaches challenge the way in which they coach, their opinions, beliefs and assumptions, or as stated (Learn Site) â€Å"thinking about how you teach (Coach) and refining your teaching (Coaching) practice according to those thoughts†(Diggins, 2002, pg 11, cited on learn). Reflective practice is a collective endeavour(Brookfield, 1995) and it has been suggested through the work of Brookfield(1995) that â€Å"to become critically reflective, we need to find some lenses that reflect back to us a stark and differently highlighted picture of who we are, and what we do† Brookfield’s work suggests that there are â€Å"4 lenses of reflection†(1995) we should attempt to look through-Autobiographies, Students, Colleagues, and Theory Literature. It is suggested that the best way to beginShow MoreRelatedCareer Philosophy : Coaching Philosophy1189 Words   |  5 PagesCoaching Philosophy. Coaching is a training in which person supports a student or learner in achieving a personal, professional or specific goal. Coaching is a relationship between two people one of them more experience and can advice and give guidance to the learner. Many of the problems in relationship between coach and players are based on difference in objectives: priority for the long term goal, winning, or having fun. There are different types of coaching philosophy. I’m going to talk aboutRead MoreLeadership Philosophy : Leadership And Coaching Philosophy1621 Words   |  7 PagesLeadership Coaching Philosophy If we want to study and explain a leadership and coaching philosophy. We have to know really well what a philosophy means. Philosophy is a theory or attitude held by a person or organization that acts as a guiding principle for behavior. Philosophy is defined as the rational investigation of the truths and principles of being, knowledge, or conduct (Mertz, 2014). Furthermore we need to know about what being a leader means. 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They are the central foundation to any good coach’s success in his/her respected programs. A coach’s philosop hy does not only guide and lead the other members of the staff in the right direction, but it also allows each athlete to know what is expected of them, and how they should behave. By being aware of a coach’s philosophy, the athlete is fully responsible for his/her actions both on and off the field of play. In theRead MorePersonal Philosophy Paper : Empowerment Coaching1609 Words   |  7 PagesPersonal Philosophy Paper Empowerment Coaching SOC 123 is quite the educational journey, I did not realize existed and thoroughly enjoyed taking. Reading Leadership Coaching by Tony Stoltzfus and Coaching Based Ministry by Tim Crosby and Mike McGervey taught me about coaching and what it means to really listen to others. There are many aspects involved in the coaching process. As I studied, both these books, I was learning foundational principles I would apply to my life now and carry throughoutRead MoreClassical And Contemporary Philosophy Of Coaching1893 Words   |  8 Pagesdifferently. Some are more hands-on and some can read and go from there. This paper will analyze the classical and contemporary approaches to coaching in leadership. This will be accomplished by defining and explaining coaching and leadership separately and then collectively; showing how coaching in leadership was used in the Bible (past), today, and future. Coaching is defined as extending traditional training methods to include focus on (1) an individual s needs and accomplishments, (2) close observationRead MoreI Look At My Future Coaching Philosophy954 Words   |  4 Pagessenior year of high school, I have had lots of coaches that all affected me in some way. While I was blessed to have very positive and well rounded coaches most of my athletic career, I also had some unfavorable coaches. When I look at my future coaching philosophy, I’m hoping to take a lot from the many past coaches that made significant impacts on me, as well as learn from the mistakes that some of my coaches made. As a coach, my goals for a season will be more than just wins and losses. As great asRead MoreThe Importance Of A Coaching Philosophy Sets The Expectations For A Program Essay1025 Words   |  5 PagesA coaching philosophy sets the expectations for a program. It explains how a program operates in practice and game situations by defining the mission, vision, and core values. Mission explains the reason for a program while vision determines the outcomes a program wants to achieve. Core values define a program’s belief system and set the standard for how it will operate on and off the court. 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